Mentoring involves the pairing of a young, inexperienced employee with a much more senior person in the organization hierarchy.
The process, as a rule, takes place outside the direct supervisory or progression line relationship.
Many poorly understood that mentoring is the same as coaching and counseling.
Mentoring frameworks are put in place generally to support other organizational initiatives of talent management, career development and knowledge retention.
The mentoring process is to help the mentee get a bigger picture of how the organization works and to develop greater awareness of organizational politics and culture. It lasts several years as the new employee grows, matures and gains confidence in positive ways within the organization.
The relationships between the mentor and the mentee are essentially power-free as the mentor comes from outside the progression line of the mentee. There is no direct supervisory involvement of the mentor in the daily work of the mentee. The relationship is based on the principles of mutual trust and respect.
The agenda for each mentoring session is usually set by the mentee, encourage greater empowerment, involvement and commitment in the young employee in sustaining the process.
The mentor's knowledge and experiences serve as the resource that will allow self-discovery and useful learning for the mentee through a stress-free environment and relationship.
The mentor provides encouragement and shows respect by listening, questioning and providing information.
I am lucky and glad having two mentors.
EE lives in Beaverton Oregon.
FG lives in Malaysia.
They are always there for me.
The process, as a rule, takes place outside the direct supervisory or progression line relationship.
Many poorly understood that mentoring is the same as coaching and counseling.
Mentoring frameworks are put in place generally to support other organizational initiatives of talent management, career development and knowledge retention.
The mentoring process is to help the mentee get a bigger picture of how the organization works and to develop greater awareness of organizational politics and culture. It lasts several years as the new employee grows, matures and gains confidence in positive ways within the organization.
The relationships between the mentor and the mentee are essentially power-free as the mentor comes from outside the progression line of the mentee. There is no direct supervisory involvement of the mentor in the daily work of the mentee. The relationship is based on the principles of mutual trust and respect.
The agenda for each mentoring session is usually set by the mentee, encourage greater empowerment, involvement and commitment in the young employee in sustaining the process.
The mentor's knowledge and experiences serve as the resource that will allow self-discovery and useful learning for the mentee through a stress-free environment and relationship.
The mentor provides encouragement and shows respect by listening, questioning and providing information.
I am lucky and glad having two mentors.
EE lives in Beaverton Oregon.
FG lives in Malaysia.
They are always there for me.